What early movement signals tell us about hiring in 2026

Turning early market insight into smarter hiring decisions 

As we move through the early part of the year, it’s clear that 2026 hiring decisions are being shaped long before budgets are finalised or headcount plans are signed off. The earliest signals – how candidates move, what they prioritise, and where processes stall – are giving employers a very accurate preview of the year ahead. 

Across Technology, Accountancy & Finance, Legal, and Sales & Marketing, the market is rewarding clarity, pace, and credibility. Employers who understand these signals early are gaining a strategic advantage. 

Clarity has overtaken flexibility as the real differentiator 

Hybrid working remains important, but the conversation has matured. Candidates are no longer chasing maximum flexibility but are looking for certainty. Data from early 2026 planning shows that unclear hybrid expectations are now one of the most common reasons candidates withdraw late in the process. 

This is a meaningful shift. Employers that define hybrid models clearly, and align them to delivery rather than presenteeism, are seeing stronger engagement and better retention. Those that leave flexibility vague, or change expectations mid-process, are losing trust fast. In practical terms, hybrid policy has become part of the employer brand, not an operational afterthought. 

Progression is now a stronger pull than pay 

Pay still matters. But it is no longer doing the heavy lifting alone. Early-year movement shows that clearly defined progression frameworks are now a stronger driver of attraction and retention than incremental salary increases. 

Across professional and technical roles, candidates are increasingly wary of counteroffers and reactive pay rises. Many have seen how short-lived those fixes can be. What they are responding to instead is visibility: how roles evolve, when responsibility increases, and what success looks like over the next two to three years. 

Employers who can articulate this early are reducing attrition risk before it appears on a spreadsheet. Those who cannot are discovering that even competitive offers struggle to land. 

Speed is no longer optional – it is a signal 

Hiring speed has quietly become one of the clearest indicators of organisational confidence. Candidates now expect hiring processes to conclude within four weeks, with many top performers preferring closer to two or three. 

In a market where high performers have options, slow decision-making is interpreted as misalignment, internal friction, or lack of conviction. Our data shows that businesses maintaining momentum through shortlisting and interviews are consistently securing stronger talent. 

The commercial implication is simple. Delays do not just cost candidates, they delay productivity, revenue impact, and team stability. Speed, when combined with structure, is now a competitive advantage. 

Data-fluent and commercially minded talent is setting the pace 

Another early signal is the premium being placed on individuals who can bridge technical capability and commercial impact. Whether in finance, technology, sales, or legal environments, professionals who can interpret data, leverage automation or AI, and influence decision-making are commanding higher salaries and faster offers. 

Employers investing early in these hybrid skill sets are future-proofing teams for 2026 and beyond, while those relying on narrower role definitions are finding their talent pools shrinking. 

Talent mobility is accelerating at the top 

High performers are moving earlier and with more intent. The early-year market shows increased lateral movement driven by clearer hybrid policies, visible progression, and confidence in leadership direction. 

This matters because it shortens reaction time. By the time attrition shows up in engagement surveys or exit data, the market has already moved on. Employers who are proactively benchmarking salary, reviewing role design, and stress-testing their EVP are far better positioned for the rest of the year. 

What this tells us about hiring in 2026 

The overarching message from early movement signals is that 2026 will reward decisiveness and discipline. Hiring success will not be defined by who pays the most, but by who communicates best, moves with intent, and offers credible long-term value. 

For leaders, the opportunity is clear. Use the early months to tighten hybrid frameworks, make progression visible, and remove friction from hiring processes. For organisations that do, 2026 will feel less like a talent scramble and more like a controlled advantage. 

Set your 2026 hiring strategy with confidence 

The early signals are already clear. The advantage now sits with leaders who act on them. 

Visit our Q1 Hiring Hub for practical insight, salary data, and market interpretation, or speak directly with a specialist to shape a hiring strategy that puts you ahead of the curve in 2026.